We’ve been looking at all things workplace wellness throughout the fall, seeking to provide insight to ourselves and our clients about how to create workplaces where people can thrive. A lot of the impetus is put on individuals to manage their wellness and stress. This has its place but is also up to organizational leaders to help create systems and structures that give people the ability to survive and thrive at work. This will impact how they also thrive in all aspects of life given that people do not live and operate in silos. A thought-provoking book that is geared
I could tell before he opened the door to the car that something had gone wrong at school. My ten-year-old gets in the car, sits down, and scowls. I ask him what’s wrong and he doesn’t answer. I ask his sister what is wrong and she says she doesn’t know. I’m afraid to have to tell him that we are now headed to do something that he does not like to do, which is to go to reading lessons. He loves his reading teacher, but he just hates to read. Especially when he is in a bad mood. Sister goes
As you can tell from our previous post on all the hiring incentives that are out there now, it is a job-seekers market. A recent LinkedIn update titled “Power shifts in a tight job market” summarizes what employers are doing to lure people to their open positions: Employers eager to fill positions are offering more to attract talent — and they aren’t just upping pay or showing more flexibility — they’re also training workers and taking more chances on people who don’t meet traditional qualifications. “No experience necessary” roles have spiked by two-thirds compared to 2019, and posts offering starting
I recently had the opportunity to work with a young man whose employer was doing things right. He was engaged and eager to advance within the company. The employer reached out to HPC for guidance in talent development. They saw his drive to succeed and wanted to capitalize on that drive to develop his career within their company, and performance management was their go-to tool. We facilitated assessments, discussed results and goals & used our Leaders as Career Agents tool to develop an Individual Development Plan. With research showing us that approximately 70 percent of the workforce is currently disengaged,
I may be the only person in America that actually considered getting office space instead of ditching it in 2020. Having run a business for almost ten years totally remote, I was beginning to question whether that was the best option for me and the business. As a company, three of our core values- people first, passion, and productivity- are guided by this statement: “To help drive passion and productivity, we don’t care how or where work gets done, just that it gets done in a way that meets client needs. This coincides with our desire to put people first